EDI Strategy

GOAL 2 - Increasing diversity through the BAME community

Nearly a quarter of us at FM Conway are from BAME communities which is a positive figure and is above the economically active population.

However, we recognise that we are under-represented at more senior levels and so there will be a focus on tackling this persistent underrepresentation through positive action, talent programmes and targeted support.

We will act to reduce gaps in performance appraisal outcomes and improve the experience for our BAME people and reduce “prefer not to say” responses in declaration rates.

Our objective To strengthen the BAME talent at all levels

We will do this by:

Embedding positive action initiatives: • Use positive action initiatives to broaden our BAME talent pool • Strengthen our talent attraction and selection processes to combat unconscious bias through using diverse interview panels • Use positive action statements in all targeted recruitment campaigns • Use photography that promotes and demonstrates diversity Improving performance management outcomes: • Building on our revamped performance management process, we will identify disproportionality and put actions in place to better understand and address them • Ensure that emerging talent initiatives create stretching opportunities to nurture identified high potential BAME colleagues • Establish an Emerging Talent Committee to create a focus on EDI activity and targets • Develop a BAME sponsorship programme • Support and develop high performing BAME individuals through a career development programme which includes mentoring and support activities Seeking Counsel: • Actively engage and encourage discussion with BAME champions and organisations to better understand barriers to progression and learn from their considered opinions about how to disrupt and break through them